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The Difference Between A Great Leader And A Regular Manager

The Difference Between A Great Leader And A Regular Manager

That’s kind of a funny title to me, honestly. The difference between a great leader and a regular manager—as if the two are actually similar. Like asking, “what’s the difference between an orange and a tangerine?” A leader and a manager are so entirely different from each other, in my opinion. More like an orange and a shovel!

But this question is asked because there is a perception that they’re similar. A false perception. So many people are so used to a corporate hierarchy that they assume that their superior—their manager—is also someone they should follow and look up to. And a lot of managers automatically assume that their status makes them a leader, that people should look up to them and hold them in high regard.

All that is completely wrong and makes no sense. You have little say in who is assigned to be your manager, but you choose who you are going to follow. A manager of a department is just a title—it’s just another name for someone who was given a certain amount of authority over other employees. Yet, any one of those employees could be a leader.

It also greatly matters what area of life we’re talking about. For the sake of this article, we’re going to look at the traditional manager as leader in a company. Keep in mind, though, that this extends to all areas of life, like being a leader within your family and community, or being a leader within your circle of friends and with your hobbies.

As an online marketer, I can’t simply manage. With my colleagues, clients, and contractors, there is very little room for simply telling them what to do. I have to back everything up with my actions, my performance, and my integrity. Being an entrepreneur has required that I learn how to lead, and fast.

My many years in the corporate world gave me many lessons on the friction created when people think of being a leader as an assigned title, as opposed to an earned status that has to be backed up by daily actions.

If you’re a manager at your company, how can you become a better leader? As an employee, what traits do you look for in a leader that distinguishes them from just a manager? Let’s look at some key points.

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1. A great leader connects daily work with greater goals, rather than focusing on short-term results.

The larger the company, the easier it is to lose site of greater goals. Even at the largest, most successful companies in the world, you will find within them a series of departments doing the same tasks day in and day out. Microsoft, Google, Virgin Inc., all have budget and accounting departments, operations, and IT departments. In just about every company in every industry, the purpose of those jobs is pretty much the same.

When I used to work in investment banking and trading, I often had this empty feeling that my work was just getting lost among the mass of work throughout the company. I’d hand it in by a certain deadline, and I’d rarely hear anymore about it. Who did it actually go to? Who actually looked at it and relied on it? How did it actually contribute to the company as a whole and what goals did it serve?

Every goal, no matter how great, has to be broken down into smaller goals, daily goals, and eventually actionable steps. These actionable steps make up an employees job description and duties. But how often are employees reminded of why they’re doing what they’re doing?

It’s that employee’s job to go in each day and take care of those assigned duties. It’s the manager’s responsibility to make sure that his team is completing all of the assigned duties.

A leader, however, keeps that greater goal in mind. A leader is aware of how this seemingly boring and repetitive work is contributing to and accomplishing a greater goal. A leader knows that success is boring, that it is made up of consistency and discipline.

A manager focuses on making sure all the daily work is done, which is his job and makes him look good and will eventually lead to a promotion. A leader does all that, but at the same time, makes sure his employees are aware of their contribution to the greater goals.

2. A great leader thinks of people as people instead of seeing only titles and organization.

A manager can justifiably only look at his job as managing a department. Everyone’s title gives him a clear summary of what they do and what to expect from them, including himself. A manager has a place in an organization and he/she is either looking to remain in that capacity successfully or move up higher within the company.

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Within that context are actual employees with lives and feelings of their own. A leader is aware of that on a regular basis. Knowing who your employees are, their strength and weaknesses, their aspirations and fears, their dreams and passions is an intangible but very valuable asset. It allows you to organize the work within your department to everybody’s strength. It allows people’s self confidence to grow.

When people feel appreciated and valued, their energy level goes up. Their pride and sense of integrity in their work goes up. Not just for themselves but because they also care how they reflect on their manager.

3. A great leader is excited about members’ achievements instead of feeling threatened.

A manager is also an employee, with his own goals and motives. Everyone wants to get ahead and be recognized for their achievements. As a manager, that position often means that you get recognized and congratulated for the success of your department, which is fair enough because the functioning of the department is the manager’s responsibility.

At the same time, it is possible for a member of the team to be individually recognized for a job well done.

There are two courses of action here for both scenarios above. Unfortunately, the more common scenario is that the manager will accept the praise and recognition for the performance of the department and pat himself on the back for being a great manager. And when a member of his team is recognized for their accomplishments and contributions without him, there will be a natural reaction of feeling threatened. After all, an employee moving up could mean him moving down.

A leader won’t look at it that way. A leader will immediately remind the organization that it was the work of the individuals that allowed his team to perform so well. They made his job easy, and the recognition should go to them, by name.

A leader will be the first one to stand up and shout “congratulations!” to a team member without any feeling of threat. Why? Because a leader revels in the success of others and knows that pulling other up is how he will succeed, not by keeping others down.

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4. A great leader feels responsible when members make mistakes instead of blaming the team.

Accepting responsibility is one of the more undervalued traits out there. Sure, we can all agree that it’s admirable and everyone should do it, but easier said than done, which is why it can be so hard to teach! It has to be taught by example—so if it’s easier said that done, who’s doing the teaching?

A manager locates the source of a mistake and blames that person—which is fine; a person should accept blame for their mistakes and strive to do better next time. But the manager is also the representative and advocate for this team. So when he blames his team for a mistake to people outside of the team, two things can happen. First, it makes his team look bad. Second, his team can lose trust and respect for him because they now know that he won’t advocate for them and is putting himself first.

A leader, however, sees the performance of his team as his responsibility. Since their work reflects on him, he accepts responsibility for their performance. Mistakes are part of human nature, but they can also reflect a problem with the system that the team functions within. Why was the mistake made, and how can it be prevented in the future? What can the team improve? These are the concerns that come to a leader’s mind. While he will be aware of who made the mistake and why, he will not announce it to the world. Instead, he will accept responsibility for what happened.

A leader leads by example. By accepting responsibility for the mistakes of his team, his team will learn to accept responsibility for their work and naturally be more thorough in the future. This small gesture also helps his team members improve the quality of their work and, therefore, their careers—which, as we know, a leader cares about.

5. A great leader is more concerned with the process than the results.

What’s more important: the result or the process? Every company or organization is going to be concerned with the bottom line, of course. Results have to be seen in order for goals to be achieved. A manager is keenly aware of what work needs to get done and the deadlines that apply. A manager has to show results and will be held accountable for them. So it’s in a managers best interest to demand and expect results from his team.

If you look at the bigger picture you’ll see that, with a proper system in place, work will get done thoroughly, on time, and results will be a natural by product of how efficient the system in place is. So what if results aren’t being shown consistently? Or to the desired level? A leader understands that it’s the process that’s most important. One bottleneck could be handicapping an otherwise efficient system and team of people.

A leader is keenly aware that it’s the process that needs to be nurtured and monitored. Results are just a symptom.

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6. A great leader uses passion to motivate and inspire instead of using authority.

As tempting as it is to wield your authority when a deadline is approaching or when better performance is needed, it can only take you so far. In some cases, it can be effective or even necessary to use your authority. Tough love has its place. But again, it can only take you so far and it typically has short term results. People aren’t going to go home with growing respect for a manager that constantly says “do as I say.”

A leader has passion and knows that passion is contagious. Even on mundane projects, a leader can be passionate about the performance of his team, about completing the project and the sense of accomplishment everyone will get out of it.

A leader seeks to use his passion to inspire his team. Inspiration will allow people to take their effectiveness and productivity to new heights, every single time.

7. A great leader actively supports his team instead of handing out assignments.

My business is entirely remote. My students, contractors and colleagues live all over the place. The only way I can see great results with my team is to get in there with them. Everything I teach, I am doing myself. Every assignment that I contract out, I have worked on myself and in many cases will continue to work on and help those contractors out if they need it.

A manager can tend to simply hand out assignments and expect them to be completed. A leader actively supports his team and doesn’t hesitate to help his team out when it’s needed, as opposed to sitting idly by looking at the deadline.

A leader considers himself part of the team, fully interested in the success and well being of everyone on the team.

Do you agree? Disagree? Is there anything that I missed? Please share your thoughts below!

Featured photo credit: http://www.freeimages.com/profile/spekulator via freeimages.com

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Last Updated on May 22, 2019

50 Great People To Follow On LinkedIn, No Matter Your Industry

50 Great People To Follow On LinkedIn, No Matter Your Industry

LinkedIn is an excellent platform to network with great people to help you in your career and businesses. However, with over 575 million people on the site, who should you follow? This list will steer you to the right people to follow, organized by categories of expertise.

Job Search Experts

You will likely have several jobs throughout the course of your career, and you will constantly need advice on new trends and strategies out there in the job market. Here are the LinkedIn experts who you should follow on these matters.

1. Liz Ryan is the CEO and founder of Human Workplace. Her articles on job searching are filled with creative and colorful cartoons.

2. Lou Adler is the author of The Essential Guide for Hiring and Getting Hired.

3. Dr. Marla Gottschalk will help you make an impact in a new job.

4. Hannah Morgan runs CareerSherpa.net, where she gives expert advice on job searching and how to be more visible online.

5. Alison Doyle is the CEO and Founder of CareerToolBelt.com.

Management Experts

They say that people leave managers, not jobs. These experts in LinkedIn will help you become your employees’ dream manager.

6. Jeff Weiner. How can we leave out the CEO of LinkedIn himself?

7. Nozomi Morgan is an executive coach. She can help you transition from a boss to a true leader.

8. Mickey Mikitani is the CEO of Rakuten. He constantly shares his expertise in managing a global player in e-commerce platforms.

9. Andreas von der Heydt was the head of Amazon’s Kindle Content and now the Director of Talent Acquisition. He has extensive experience in management, branding, and marketing.

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Productivity Experts

By maximizing your productivity, you can win in all aspects of life. The following LinkedIn experts will help you win big in your career.

10. Gretchen Rubin is a happiness coach and the bestselling author of the The Happiness Project.

11. Carson Tate is the founder of Working Simply. She advises us to include play in our schedules.

12. Greg Mckeown is an essentialist. Part of being an essentialist is saying no to many things so that we can focus on the things that matter.

13. Brian de Haaff, CEO of Aha! Labs Inc. provides strategies on how to be productive and happy at work at the same time.

Marketing Experts

14. Sujan Patel is VP of Marketing at When I Work, an employee scheduling software. He is an expert in content marketing and he even shares his ideas on content marketing in 2020.

15. Megan Berry is the Head of Product Development at Rebelmouse, a content marketing and AlwaysOn powerhouse.

16. Sean Gardner will help you navigate the social media landscape. This includes how to use different platforms to help accelerate your career. He is also the bestselling author of The Road to Social Media Success.

17. Christel Quek is an digital and marketing expert. She is the VP of South East Asia at Brandwatch. Their products help businesses utilize social media data to make better business decisions.

18. Jeff Bullas is a digital marketing expert. His blog has over 4 million readers annually.

19. Michael Stelzer is the CEO and Founder of social media powerhouse site, Social Media Examiner.

20. If you’re looking for inbound and content marketing expertise, follow Dharmesh Shah, Founder and CTO of Hubspot.

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21. David Edelman is a McKinsey partner and is at the helm of the Digital Marketing Strategy Practice Department.

22. Dave Kerpen leads the social media software company Likeable Local. He is the author of Likeable Social Media: How to delight your customers.

23. Clara Shih is the CEO of Hearsay Social and the author of The Facebook Era.

24. Aaron Lee is Grand Master of Customer Delight at Post Planner. He is an excellent resource for everything social media.

25. David Sable is the CEO of Y&R, one of the largest advertising firms in the world.

26. Content marketing trumps traditional marketing these days, and who else better to lead you in this area than Joe Pulizzi, Founder of Content Marketing Institute.

Personal Branding Experts

Part of what we market in our personal career is our brand. When people hear your name, what kind of brand comes into their mind? What traits and qualities do they associate with you?

Here are some personal branding experts from LinkedIn to improve your own brand.

27. Dorie Clark is the author of Stand Out and Reinventing You. He can help you craft the professional image you’ve always wanted.

28. Dan Schawbel is the managing partner of Millennial Branding. If you’re a millennial, Dan is the guy to help you craft your personal brand.

Other Notable Experts to Follow

29. Lisa Gates is the expert to follow if you’re negotiating for higher salaries and promotions.

30. If you’re a Baby Boomer, Marc Miller will help you navigate the continually changing landscape of the workplace.

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31. To avoid getting your resumé moved to the “No” pile, read Paul Freiberger’s excellent advice.

32. James Caan provides insightful ideas on careers in general. He is also a serial entrepreneur.

33. Jeff Haden writes on various topics, such as leadership and management. He is the owner of Blackbird Media.

34. If you’re looking for expert business advice on getting new customers and keeping them, follow Jay Baer.

35. Suzanne Lucas, aka Evil HR Lady, is a great human resources specialist.

36. If you need help in using Twitter to boost your career, Claire Diaz-Ortiz can guide you in the right direction.

37. Ryan Holmes is the CEO of Hootsuite, a social media management tool.

38. Customers are the lifeblood of a business and Colin Shaw focuses on revolutionizing this customer experience.

39. Brian Solis often reflects on the future of business and how technology can disrupt our world.

40. Nancy Lublin provides advice on more lighthearted topics, which are perfect after a long day’s work. She is the CEO behind Dosomething.org, a portal designed for social change; and the founder & CEO of Loris.ai and Crisis Text Line.

41. Katya Andresen provides advice on how to manage your career. She was the CEO of Cricket Media and now responsible for the SVP Card Customer Experience at Capital One.

42. Gallup has created a system to test what your strengths are and how to use them at work. Jim Clifton is the CEO of Gallup.

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43. Adam Grant is a Wharton Professor and the author of Give and Take, which provides advice on why being helpful at work can accelerate your career.

44. Hunter Walk is a partner at Homebrew Venture Capitalist Company and has specialty in product development and management.

45. If you’re running a nonprofit organization, follow Beth Kanter for expert advice on this area.

46. Emotional Intelligence is necessary to succeed in your career, and Daniel Goleman is your expert for that.

47. Rita J. King connects science, technology and business.

48. Tori Worthington Rose is a Creative Director at Mary Beth West Communications, LLC. She has extensive experience in sales and digital media.

49. If you’re looking for some advice on how to use writing and personal content marketing to boost your career, follow Ann Handley.

50. Tim Brown is the CEO at IDEO and shares his insights on Leadership and Creativity.

These are just some of the key thought leaders and movers in various industries. They will provide you with constant inspiration, as well as the willpower to pursue the career that you’ve always wanted. Their stream of expert ideas in their respective fields will help you become well-equipped in your professional pursuits.

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Featured photo credit: LinkedIn Sales Navigator via unsplash.com

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